COLLECTIVE BARGAINING AGREEMENT BETWEEN THE WILTON

Transcription

COLLECTIVE BARGAINING
AGREEMENT
BETWEEN
THE WILTON BOARD OF EDUCATION
AND
THE WILTON EDUCATION
ASSOCIATION, INC.
For the Period July 1, 2015 to June 30, 2017
June 23, 2015
3863283v3
TABLE OF CONTENTS
PAGE
PREAMBLE ..................................................................... .............................................. ................................... l
1. Statement of Agreement .......................................... ................................................. ................................ 1
2.A Term of Agreement .................................................................................................................................. 1
2.B Commencement ofNegotiations ............................................................................................................... 2
3.
Work Hours/Work Year ........................................................................................................................... 2
4.A Basic Salaries ..................................................... ...................................................................... ................. 2
4.B Salary Payments .................................................... ............................................... ........................ ............ 2
4.C Additional Compensation .................................. ...................................................................................... 3
4.D Degree Definitions and Tuition Reimbursement .................................................... .................................. 3
5.A Special School Program .......................................................................................... .................................. 5
5.B Instructional Leaders ........................................... ...................................................... ................................ 6
5.C Student Activities ...................................................................................................................................... 6
5.D Newly Created Positions ........................................ .................................................................................. 6
5.E Substitute Teachers .................................................. ................................................................................. 6
5.F Teacher in Charge ..................................................................................................................................... 6
6.A Preparation Time ................................................... .................................................. ................................. 7
6.B Duty Free Lunch ....................................................................................................................................... 7
6.C Class Size .................................................................................................................................................. 7
6.D Teacher Responsibility .............................................. ....................................... ........................................ 7
6.E Access to Agreement and Board Policies ................................................................................................ 7
7 .A Assignments ................................................................................................... .......................................... 7
7 .B Transfers ............................................................. ..................................................... ................................. 8
7.C Promotions and Vacancies ................................... ................................................... ................................. 8
8.
Personnel File ......................................................... ................................................................................. 9
9.A Recognitional Payment ........................................................................................................................... 9
1O.A Medical Insurance Benefits ................................................................................ ..................................... 9
10.B Personal Injury Benefit ............................................................................................................................ 11
11.A Sick Leave ................................................................................................................ ............................... 11
11.B Personal Business Days ......................................................................................... .................................. 12
11.C Critical Illness or Death in the Immediate Family ................................................... .............................. .. 12
11.D Religious Leave ........................................................... ............................................................................ 13
11.E Professional Development Trips/Absences ................................................................ .............................. 13
11.F Jury Duty .................................................................................................................................................. 13
12.A Unpaid Leaves ......................................................................................................................................... 13
12.B Paid Leaves ............................................................................................................................................. 14
12.C Notice of Intent to Return ........................................................................................................ ................ 15
13.A Reduction in Force ............................................. ..................................................................................... 16
14. Part-time Teachers .................................................... ..................................................... .......................... 17
15. Grievance Procedure ................................... ............................................................................................ 17
16. Discipline ................. ............................................................................................................................... 21
17. Dues Deduction and Service Fee Deduction ........................................................................................... 21
Appendix A-2015-2016 Salary Schedule ........................................................................................................ 24
Appendix A-2016-2017 Salary Schedule ....................... ................................................................................. 24
Appendix B - Instructional Leader Stipends ............................................................... ...................................... 25
Appendix C - Compensation for School Sponsored Student Body Activities .................................................. 27
Side Letter - Civil Union Partners ................................................................................ ..................................... 30
MOU - Extended Teams at Middlebrook ........................ ................................................... .............................. 31
MOU - Bidding Insurance ................................................ ................................................................................ 32
Side Letter- Work Hours/Year ....................................... .................................................................... .............. 33
MOU - Reduction in Force .................................................................................... ........................................... 36
MOU - WHS English/Math Lab ....................................................................................................................... 37
PREAMBLE
It is the mutual intent and goal of the Board of Education of Wilton, Connecticut and the Wilton Education
Association, Inc., to provide superior education through the effective utilization of the certified professional
staff, facilities and administration.
In reaching this common goal, certain standard practices are understood and accepted.
1.
The Code of Ethics of the Education Profession as adopted by the NEA Representative
Assembly, July, 1975, as amended 2010, and by CEA Representative Assembly, May,
1976, is hereby recognized for informational purposes only and is not part of the contract.
2.
There shall be participation and consultation with the WEA in the formulation and
modification of Personnel Policies and Regulations of the Board which directly affect the
conditions of employment of the certified professional staff.
Participation and consultation shall consist of:
(a)
(b)
(c)
1.
Written notification to the President of the WEA of the Board's intent to review or
modify any of those policies referred to above;
A meeting between the Superintendent of Schools or his/her designee and the WEA
President and WEA representatives to receive input from the WEA;
A waiting period of thirty (30) days prior to Board action to modify those policies
referred to above in order to permit thorough communication of the modification to
the certified professional staff.
STATEMENT OF AGREEMENT
Agreement made this 13thday of November, 2014, between the Board of Education of the Town of
Wilton, Connecticut ("the Board") and the Wilton Education Association, Inc., a Connecticut
corporation ("the WEA") representing the certified professional employees of the Board and
persons holding a durational shortage area permit in positions requiring a teacher or special services
certificate and who are not included in the administrators' unit or excluded from the purview of§ 10153a through §10-153g of the Connecticut General Statutes as amended. All provisions of the
collective bargaining agreement shall apply to employees who hold a durational shortage area
permit and who occupy positions requiring such permit except Article 13(A), Reduction in Force,
and Article 16, Discipline. Subject to the provisions of this Agreement, the Board and the
Association retain their respective rights under governmental laws, ordinances, rules and
regulations.
2A.
TERM OF AGREEMENT
The term of this Agreement shall commence on July 1, 2015 and shall terminate on June 30, 2017.
2B.
COMMENCEMENT OF NEGOTIATIONS
Negotiations on a successor to this Agreement shall not be commenced prior to the date required by
State statute, unless the parties hereto mutually agree to an earlier date.
3.
WORK HOURS/WORK YEAR (See side letter for 2015-2016, pg. 33)
In the event the Board changes the number of hours in the work day or the number of work days in
the work year in a manner which would require negotiations under state law, the parties shall
negotiate the impact of this change in accordance with this provision. Such negotiations, if not
amicably resolved, shall be subject to the impasse resolution procedure set forth in §§10-153b, et
seq., of the Connecticut General Statutes, or as hereafter amended. The minimum work day shall be
deemed to be an average of eight hours; with a school day equivalent to six hours and thirty-five
minutes in duration, and the normal work year shall be deemed to be 187 days. The student school
year shall be 181 days, subject to the right of the Board to change the student school year and the
right of the Association to negotiate over the impact of any changes. The teacher work year shall
also include two non-student work days and four non-student days for other professional activities
as scheduled by the Board after consultation with the Association. A minimum of four Wednesday
meetings per year shall be set aside for teacher-directed professional activities. In addition, teachers
new to Wilton may be assigned one additional work day during their first year for purposes of
orientation and training. For the purpose of this article, faculty meetings, department meetings,
professional development meetings, curriculum meetings, parent-teacher conferences, parent nights
and other activities or meetings in which teachers participated before or after normal working hours
shall be deemed to be part of the normal work day.
4A.
BASIC SALARIES
The salaries of employees covered by the Agreement shall be as set forth in "Appendix A" attached
hereto. In the event that a settlement or arbitrated award results in a higher step or lane on the
salary schedule being paid less than a lower step or lane, the higher step or lane will be adjusted
to be paid more than the lower step or lane.
4B.
SALARY PAYMENTS
Employees shall be paid every other Friday through the school year, commencing no later than the
second Friday in the school year. For the purpose of this Article, the first Friday of the school year
shall be considered to be the Friday of the first week that all teachers must report to school after
summer vacation. Employees may receive twenty-one (21) salary payments or twenty-six (26)
salary payments. The parties will agree on an alternate pay date schedule in the event that a
salary payment would result in more than 21 salary payment dates in a given calendar year.
Those who choose to receive twenty-six (26) payments must provide written notification each year
to that effect to the Director of Financial Planning and Operations prior to July 1. Salary payment
will be by direct deposit.
If termination of employment comes prior to the end of the regular school year, the terminated
teacher's pay will be prorated on the basis of the number of days in the employment year.
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4C.
ADDITIONAL COMPENSATION
Each employee who shall be engaged in curricular planning, summer library work, counseling of
students during summer months and Master and Team Mentors shall receive the following
compensation:
Curricular Planning - non-school day of 5 hours
Summer Library Work -equivalent of a full
school dav
Counseling of Students during summer months equivalent of a full school day
Master Mentor Annual Stipend
- Per Mentee stipend
TEAM Mentor Annual Stipend - first mentee
-- Each additional mentee
2015-16
$228.13 per day
$344.66 per day
2016-17
$231.55 per dav
$349.83 per day
$352.81 per day
$358.10 per day
$938.76
$328.77
$657.53
$328.77
$952.84
$333.70
$667.39
$333.70
Subject to budgetary appropriations and with the prior approval of the Superintendent or his/her
designee, an employee may be paid the following for attendance at staff development programs,
workshops and other professional programs which are held on non-school days and are designed to
enhance the professional growth of the staff:
1.
For the 2015-2016 contract year $27.52 per hour not to exceed a maximum of $137.60 per
day or a maximum of $688.00 per week.
2.
For the 2016-2017 contract year $27.93 per hour not to exceed a maximum of $139.65 per
day or a maximum of $698.25 per week.
In addition to or in lieu of such payment, the Superintendent of Schools or his/her designee may
approve all or part of a teacher's expenses incurred as a result of his/her participation in such
programs or workshops.
4D.
DEGREE DEFINITIONS AND TUITION REIMBURSEMENT
1.
Degree Definitions
All graduate study for which staff members request credit on the salary schedule shall be planned
programs leading to a formal diploma or certificate from an accredited university or from a
university accredited by the appropriate regional accrediting association. All programs must be
approved in writing in advance by the Superintendent or his/her designee.
Work taken beyond the Bachelor degree for initial certification shall not be credited for salary
placement purposes.
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To be approved for salary credit at least half the work in any Master's degree program must be
academic work taken at the graduate level, and must be in the teacher's regular teaching area or
closely related subject area(s).
To be placed on the Sixth Year lane, the teacher must have a second master's degree, a
certificate of advanced study, or a master's degree which requires sixty (60) or more credits.
To be approved for salary credit, all the work in any Sixth Year program shall be at the graduate
level; at least half the work must be in the teacher's regular teaching area or closely related subject
area(s), and all courses must be at the graduate level taken subsequent to the Master degree.
At the discretion of the Superintendent, a teacher who has completed a second master's degree in a
program approved after July I, 1988 may be placed on the Sixth Year schedule. At least half the
work in such a program must be in the teacher's regular subject area or closely related subject
area(s), and all courses must be taken at the graduate level subsequent to the first master's degree.
A newly hired teacher who possesses a second master's degree may, at the discretion of the
superintendent, be placed on the Sixth Year schedule provided that at least half the work has been in
the teacher's regular subject area or closely related subject area(s), and all courses must have been
taken at the graduate level subsequent to the first master's degree. A teacher who is placed on the
Sixth Year schedule as a result of obtaining an approved second master's degree and who
subsequently obtains a Sixth Year degree may be placed on the Sixth Year + 9 and Sixth Year + 21
schedules but in no case shall the subsequently obtained Sixth Year degree be considered the
equivalent of a Ph.D.
To be approved for salary credit, all the work in any doctorate program (Ph.D. or Ed.D) shall be at
the graduate level, at least half the work must be in the teacher's regular teaching area or closely
related subject areas(s), and all courses must be at the graduate level taken subsequent to the Master
degree.
The Superintendent may grant an exception to the requirement that work be in a planned program or
be in an area closely related to the teacher's job responsibilities when, in his/her opinion, the
educational interests of the school system will be furthered.
Changes in salary lanes will be made for certified staff members for the current academic year
providing evidence warranting the change in classification is presented to the Superintendent or
his/her designee no later than November 1.
In cases where all degree requirements have been satisfied before the opening of school in
September, but the degree is not to be awarded until a later date, changes in salary lanes will be
made for qualified certified staff members if the degree-granting institution certifies that all
requirements have been satisfied.
For budgeting purposes, teachers shall supply the Superintendent, upon request, with the expected
completion date of their graduate program.
2.
Tuition Reimbursement
Upon satisfactory completion of a course, including courses taken during a Board approved paid
leave, employees covered by this Agreement shall be reimbursed by the Board for 3/4 of the tuition
for graduate course work above the M.A. level to a maximum of Two Hundred Twenty ($220)
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Dollars per credit. Upon satisfactory completion of a graduate course taken by a teacher earning
credit toward the completion of a Master's Degree, such teacher shall be reimbursed by the Board
for one-half of the tuition for such course work to a maximum of One Hundred Ten ($110) Dollars
per credit. To receive tuition reimbursement, a teacher must submit for reimbursement within one
year of completing the course. The process for receiving tuition reimbursement shall have four
steps:
•
•
•
•
SA.
The teacher shall share his/her program of study with the principal.
The teacher then makes application to the Superintendent, or his/her central office designee,
for approval of the program of study. The Superintendent or his/her central office designee
provides prior approval for the program.
The teacher submits the specific courses to the Superintendent or his/her central office
designee for approval before the start of the semester in which the courses will be taken.
The teacher submits proof of tuition payment and a transcript showing that the course was
completed with the teacher receiving at least a grade of B (or a Pass in a Pass/Fail class) and
requests reimbursement in accordance with this section.
SPECIAL SCHOOL PROGRAM
In filling these positions, preference shall be given to teachers regularly employed in the Wilton
School System.
In filling such positions, the Board shall give priority to an applicant's area of competence, major
and/or minor field of study, and prior experience in these types of programs and the specific
program to which the applicant is applying. Thereafter, the Board shall consider length of service in
the Wilton School System.
All openings for these positions, except homebound instruction, shall be listed at least two (2)
weeks prior to the commencement of the program, if known at that time.
Extended School Year
Homebound
WHS Alternate Night School
2015-16
$78.63
$55.00
$61.08
2016-17
$79.81
$55.83
$62.00
Travel allowance shall be made at the current Internal Revenue Service (IRS) rate per mile for every
mile driven for homebound instruction. The basis for computing mileage shall be the round trip
distance between the school and the student's home.
Instructors in Adult Education who are members of the bargaining unit possessing a regular
teaching certificate and who teach courses related to their area(s) of certification will be paid at the
same hourly rate as Extended School Year. The Board reserves the right to establish rates for
courses taught by other personnel.
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SB.
INSTRUCTIONAL LEADERS
Instructional Leader positions shall be posted annually. All applications are voluntary. If there
are two or more applicants for a position, all applicants shall be interviewed. If the need arises
for one teacher to hold two positions, it shall be subject to the approval of the Superintendent.
There will be seven categories of service (categories 1-7). Job descriptions will be supplied to
each candidate. Evaluations will be made on an annual basis by the building administrator (or
other administrator where appropriate).
Subject to the approval of the Superintendent, Instructional Leader positions may be shared only
when two or more professionals agree in advance and apply for an Instructional Leader position
as a team.
Instructional Leader stipends and additional work day requirements shall be provided as set forth
in appendix "B" attached hereto.
SC.
STUDENT ACTIVITIES
Employees engaged in school sponsored and approved student body activities shall be compensated
as set forth in "Appendix C" attached hereto.
SD.
NEWLY CREATED POSITIONS
The Board shall initially determine the remuneration for newly created positions in accordance with
the concept of equal pay for equal services. The Association may initiate negotiations after one (1)
year from the date the position is created regarding remuneration for such positions.
SE.
SUBSTITUTE TEACHERS
Whenever a substitute who is regularly certified for the work being done, serves in the same
assignment for at least forty (40) consecutive school days, such substitute shall be paid at a per diem
rate equal to the salary of a teacher placed on the initial step of the bachelor degree schedule
currently in effect, divided by the number of work days in the work year, for work performance in
the same assignment after forty (40) consecutive days, but the substitute shall receive no other
benefits under this contract.
SF.
TEACHER IN CHARGE
The teacher-in-charge in the elementary schools shall act in the place of the administrator(s) when
the administrator(s) is temporarily absent during, before or after the normal work day. The teacher
in charge shall receive an annual stipend of $1000 during the term of this Agreement. This position
shall be posted annually in each elementary building.
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6A.
PREPARATION TIME
Employees who are engaged in classroom instruction shall have, within each instructional day,
preparation time free of administrative assignment averaging approximately 45 minutes per day but
no less than 30 consecutive minutes each day.
6B.
DUTY FREE LUNCH
Employees covered by this Agreement shall have a duty free lunch period in accordance with §10156a of the Connecticut General Statutes, as amended. In the event that the Board changes the
length of the duty free lunch period, the parties shall negotiate the impact of this change in
accordance with §§10-153b, et seq., of the Connecticut General Statutes, as amended.
6C.
CLASS SIZE
The Board and the WEA agree that class size shall be determined in accordance with Board Policy
#6151. The Board shall make reasonable efforts to attain the then existing class size planning
average in Policy #6151 at the commencement of each school year. It is the Board's intent,
wherever possible, that no certified professional employee shall be responsible for more than the
total of 125 students in regular classes.
6D.
TEACHER RESPONSIBILITY
The Board and the Association agree that a teacher's primary responsibility is to teach and that the
teacher's energy should be utilized to this end. The Board and the Association recognize that
teacher aides, clerical and non-teaching employees and automated equipment are useful and may be
necessary in order to implement this principle.
6E.
ACCESS TO AGREEMENT AND BOARD POLICIES
The Board shall provide each teacher with a complete text of this Agreement.
The Board will make available all current Board policies on the district web site. A complete
copy of the policies, as they may be revised from time to time, shall be emailed to the librarymedia specialist in each school.
7A.
ASSIGNMENTS
Teachers initially employed by the Board shall receive their building grade and/or subject
assignments from the Superintendent's office in writing or electronically via school email as the
Superintendent or his/her designee may determine.
Teachers shall be notified in writing or electronically via school email as the Superintendent or
his/her designee may determine of any changes in their programs and schedules for the ensuing
school year, including the schools to which they will be assigned, the grades and/or subjects that
they will teach, prior to the close of school for the summer recess, when such changes are known by
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the administration. In the event of a change in circumstances or conditions during the months of
June through August, such assignments may be changed, with prompt notice in writing or
electronically via school email as the Superintendent or his/her designee may determine to the
teacher's last known address and to a designated Association representative.
In the determination of assignments, the administration will consider the convenience and wishes of
a teacher, that have been expressed in writing in advance of such determination, to the extent that
such considerations do not conflict with the instructional requirements and best interests of the
school system and the pupils as determined solely by the Board of Education or its authorized
designees.
Decisions under this article will be capable of reasoned substantiation.
7B.
TRANSFERS
An involuntary transfer shall be made only after a meeting between the teacher involved and the
Superintendent or his/her designee, after which the teacher shall be notified in writing of the reasons
for the transfer.
Teachers who desire to transfer to another building shall communicate such desire to the
Superintendent or his/her designee through Applitrack or any successor electronic system adopted
by the district not later than April 1. Such statement shall include the grade and/or subject to which
the teacher desires to be assigned or the school or schools (in order of preference, if the teacher has
preferences) to which he or she desires to be transferred.
Teachers who desire a change in grade or subject assignment shall request such change in writing to
the principal and/or immediate supervisor or, as designated by Superintendent or his/her designee
through Applitrack or any successor electronic system adopted by the district giving preference as
in above. Notice of transfer shall be given to the teacher as soon as practicable and under normal
circumstances not later than the close of the school year (except if the cause of the transfer occurs
after the close of the school year).
Decisions under this article will be capable of reasoned substantiation. If the transfer is solely an
internal transfer and not open to external candidates, then teachers shall be required to perform a
demonstration lesson as part of the transfer process if mutually agreed upon by both the
administrator and the teacher.
7C.
PROMOTIONS AND VACANCIES
The Board and the Association agree that all position vacancies in the bargaining unit will be posted
on the district website and electronically via group email list into which teachers can opt in and opt
out. For the purpose of this article, "vacancy" or "vacancies" shall mean positions which are open
as a result of death, retirement, discharge, resignation or the creation of a new position or positions
which open after a transfer or series of transfers. No posting shall be required in a situation where
an incumbent teacher is placed in a position in order to avoid employment contract termination or
displacement of another teacher.
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8.
PERSONNEL FILE
In no case shall any anonymous and/or unsubstantiated complaint be placed in any teacher's file.
No material that is critical of the teacher originating after initial employment shall be placed in a
teacher's personnel file unless the teacher has been notified and has had an opportunity to review the
material. The teacher may submit a written notation regarding any material; such notation shall
become part of the personnel file. If a teacher is asked to sign material placed in his/her file, such
signature shall not be interpreted to mean agreement with the content of the material unless so
indicated.
No teacher shall be denied reasonable access to his/her personnel file.
This article shall not apply to teacher evaluations or any aspect of the evaluation procedure.
9A.
RECOGNITIONAL PAYMENT
On February 1 of each fiscal year during the term of this Agreement, a recognitional payment of
Three Hundred ($300.00) Dollars shall be paid to each employee who, while an employee of the
Board, has been awarded, during the previous school year, his or her first master's degree. A
teacher who obtains national board certification from National Board for Professional Teaching
Standards shall receive a one-time recognitional payment of One Thousand ($1,000) Dollars.
lOA.
MEDICAL INSURANCE BENEFITS
In each year of this Agreement, the Board will pay to the appropriate insurance carriers or
administrators, premiums for life insurance and health insurance based on the network plan as
specified below unless a change in said program is agreed to by the Board and the Association.
The HD-HSA Plan
1.
Eligible employees may participate in a High Deductible Health Savings Account Plan,
preventive care at no cost and deductibles of $2,000/$4,000 (50% paid by the Board)
effective July 1, 2014, prescription co-pays as set forth below after the deductible is
The HD-HSA plan shall have an unlimited benefit as regards to the PT/OT/ST
Chiropractic benefits.
2.
The prescription drug plan shall be a formulary plan with a $5 co-pay for generic drugs, $20
co-pay for formulary brand drugs, and $35 co-pay for non-formulary brand drugs and a 2
times co-pay feature for mail order drugs at the applicable rate described herein, up to a
yearly maximum of $1,000/$2,000. The prescription drug plan shall make generic drugs
mandatory, subject to exception only when a medical doctor specifies that the drugs should
be dispensed in accord with written instructions.
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with
and,
met.
and
3.
The out-of-network feature for the plan shall pay the equivalent of the 90thpercentile of
costs.
4.
For employees eligible for the HD-HSA plan without adverse tax consequences under
federal law (e.g., because the employee is covered by Medicare), the HD-HSA plan shall be
the sole option. Employees not eligible for the HD-HSA plan without such adverse
consequences can participate in a Health Reimbursement Account (HRA) with the same
terms as the HSA. Board funding to the HRA shall include a rollover feature allowing
any unused HRA deductible funds to be rolled over up to the amount legally allowed.
There shall be an annual Open Enrollment Period that commences at least thirty (30) days prior
to the Board's annual insurance renewal date.
To be eligible to receive these medical insurance benefits, each employee participating in the HDHSA Plan shall contribute the percentage amounts in each year of the contract, as follows:
2015-2017
Each employee participating in the HD-HSA shall contribute sixteen
percent ( 16 %) of plan cost.
For the purpose of this article, the term "plan cost" shall be based on the allocation rate for selfinsured plans and the premium cost rate for fully funded plans and shall include the cost of
prescription, dental and other riders in the plan. Teachers shall contribute the same percentage of
the cost of life insurance benefits each year as teachers contribute for the medical plan in which
they participate. Each employee must submit a written wage deduction authorization permitting the
Board to deduct from the employee's salary his or her share of the premium set forth above. Each
employee will be informed of the amount of the premium in writing prior to the first or any revised
deduction. An employee may forego or withdraw from full coverage rather than pay his or her
share of the premium. An employee who forgoes or withdraws from full coverage rather than pay
his or her share of the cost of the premium must satisfy any existing reentry conditions or limitations
of the plan.
A teacher regularly assigned to work at least .5 full-time teaching equivalents shall receive the same
medical and life insurance benefits, with applicable premium contribution rates, as full-time
teachers. A teacher regularly assigned to teach less than .5 full-time teaching equivalents shall be
ineligible to receive medical or life insurance benefits. The exception to the above language is that
a teacher whose position is reduced to below .5 full-time teaching equivalents shall remain
eligible to receive medical and life insurance benefits for the following one school year.
Subject to law, including the rules and regulations of the Internal Revenue Service and independent
of the requirements that employees contribute to the cost of medical premiums and pay deductibles
and co-insurance, the Board shall, not later than the effective date of this Agreement, implement and
maintain a "Section 125" salary reduction agreement which shall be designed to permit exclusion
from taxable income of the employee's share of health and medical premium contributions,
deductibles, and co-insurance to be paid by employees. As allowed by law, this plan shall establish
a dependent care account. The maximums that employees can contribute to such plans shall be set
in accordance with applicable federal law.
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For any certified professional employee (excluding dependents) retiring on or after July 1, 2003
who has been employed by the Board for at least 15 years and who is immediately eligible for
retirement benefits under the Teacher Retirement Act, § 10-183b, et seq., of the Connecticut General
Statutes, the Board shall contribute $1,300 annually for retiring employees, for the purchase of
medical insurance from the time the retired employee attains the age of 60 or retires, whichever is
later, for the next five years. To be eligible for this benefit the retired employee must provide
annually satisfactory proof to the administration of his/her purchase of insurance benefits. In the
event the employee attains the age of 65 prior to the annual renewal date of the insurance coverage,
the Board contribution shall be prorated accordingly. The cash stipend then being paid to retirees
may be increased or decreased at any time as a result of subsequent negotiations between the Board
and the Association.
In the event the Board self-insures it shall adhere to all applicable state and federal group insurance
mandates in effect on or before July 1, 1997.
lOB. PERSONAL INJURY BENEFIT
Whenever a teacher is absent from school as a result of a personal injury caused by an accident
arising out of and in the course of his/her employment, he/she shall be paid full salary, less any
worker's compensation payments made on account of such injury and less any tax savings, for up to
one hundred (100) days for such absence. No part of such absence during such one hundred (100)
day period shall be charged to the teacher's annual or accumulated sick leave, except in cases where
the teacher has been negligent in causing such injury. In those cases, the benefit described herein
shall not apply. After the one hundred (100) day period, teachers may utilize accumulated sick
leave to make up the difference between regular pay and worker's compensation benefits.
llA.
SICK LEA VE
Employees shall be granted seventeen (17) days sick leave per year accumulative to two hundred
(200) days. Up to three days of such leave may be used by the employee for personal illness of
members of the immediate family (as defined in 11C) who either reside in the employee's household
and/or are parents or dependent children and who are in need of the employee's attendance during
the school day.
The Board hereby establishes a sick leave bank of two hundred and forty (240) days for each year of
this Agreement accumulative to a maximum of four hundred and eighty (480) days. The WEA
shall have the responsibility of administering up to fifteen (15) days to a teacher, if needed, as an
initial disbursement from the bank. If a teacher needs more than fifteen (15) days from the bank in
any school year, the teacher must make application to the Office of Human Resources, which shall
make any determination on a request for additional days. The guidelines used by both the WEA and
the Office of Human Resources shall be as follows:
(a)
No days may be awarded unless the employee to whom said sick days are to be awarded has
exhausted his/her accumulated sick leave.
11
llB.
(b)
Not more than sixty (60) days may be awarded to any one employee in any one school year.
(c)
Award of sick days from the bank shall be based on a serious, continuing health problem
that prevents the teacher from working. In the event a teacher's sick days have been
exhausted due to such an illness prior to the end of a given school year, the teacher may
apply for up to five (5) days from the bank which shall be available for the remainder of that
school year for personal illness that may occur that year.
(d)
A request for leave from the bank shall be on a form designated by the Office of Human
Resources, and such request shall be supported by medical documentation from the teacher.
The WEA and the Office of Human Resources reserve the right to request additional
information concerning the prognosis of such illness.
PERSONAL BUSINESS DAYS
Employees shall be allowed absences of up to three (3) days for personal business. Personal
business days are not designed for the extension of vacation periods or holidays, but are designed
for absences that are necessary in order to conduct business that ordinarily cannot be conducted
outside the school day. Absence immediately before or after a vacation or holiday will result in loss
of pay unless a permissible reason for said absence is stated in writing and approved by the
Superintendent or his/her designee in advance where possible. Notwithstanding any provision of
this article to the contrary, a teacher must provide a valid reason for absences taken on consecutive
workdays (including absences occurring before and after a normal or three-day weekend, holiday or
vacation period). Unused personal business days will be added to the employee's accumulated sick
leave at the end of the school year, except that it is understood that the total accumulation of sick
days and personal business days shall not exceed two hundred (200).
The foregoing provisions are not to be interpreted as denying the Board its prerogative to grant
additional days under any of the above categories, when the Board, in its sole discretion, considers it
to be appropriate.
llC.
CRITICAL ILLNESS OR DEATH IN THE IMMEDIATE FAMILY
Five (5) days absence with full pay will be allowed in any one school year for critical illness or
death in the immediate family . Notwithstanding any past practice to the contrary, critical illness
shall normally be defined as a situation in which the family member is seriously ill to the extent that
life is in peril.
Immediate family means spouse, children, members of the same household, parents, siblings,
grandparents, grandchildren, parents-in-law and siblings-in-law.
An additional five (5) days will be allowed in any one school year for critical illness or death in the
immediate family as described above and shall be charged against the employee's accumulated sick
leave.
12
These provisions do not deprive the Board of its prerogative to grant additional days under any of
the above categories, if the Board, in its sole discretion, deems it to be appropriate.
llD.
RELIGIOUS LEAVE
Members of any religious faith may apply to the Superintendent or his/her designee for leave for
principal religious holidays not provided on the school calendar, where observance is not possible
outside of school hours, and where participation is customary both for the individual and his/her
religious faith. This leave shall be in addition to sick leave, personal business leave or other types of
authorized leave, and shall be granted to a maximum of three (3) days per year, non-cumulative.
llE.
PROFESSIONAL DEVELOPMENT TRIPS/ABSENCES
Absence with full pay will be allowed for trips approved in advance by the Superintendent or
his/her designee to educational conferences or for trips involving school business. All requests for
such absence will be made in writing to the principal and, if recommended, will be submitted to the
Superintendent or his/her designee for approval. Only the school principal's advance approval will
be required for one (1) day trips. Except under unusual circumstances, the Superintendent or his/her
designee will approve only one (1) overnight or longer trip for any one (1) member of the staff.
Teachers accompanying students on field trips or otherwise acting in their normal capacity will not
be considered absent.
llF.
JURY DUTY
Employees will be compensated at their regular rate of pay for absences due to jury duty upon
submission of proof of jury service and any payment for juror service to the Payroll office. An
employee shall not be compensated for jury duty that has been postponed from the summer
break to any time during the school year except for good cause (e.g., prior significant
commitment).
12A.
UNPAID LEAVES
Each tenured employee shall be entitled to a single one (1) year leave of absence without pay.
Notice of intention to take said leave of absence shall be filed with the Superintendent prior to April
1 to take effect at the beginning of the following school year. During any unpaid leave of absence a
tenured employee shall receive no benefits, shall receive no credit in terms of years of experience,
and shall not progress on the salary schedule for the period he is on leave. The employee may
participate in the employee insurance plans by assuming the full premium cost. Leave of absence
shall not be granted in order for an employee to accept a position as a classroom teacher or school
administrator within the United States without prior approval of the Board.
The Board of Education, at its discretion, may grant more than one (1) unpaid leave to an individual
certified professional employee and may grant leaves of greater or lesser duration than one (1) year.
13
12B.
PAID LEAVES
(A)
Mini-Sabbatical
The mini-sabbatical program is provided as a unique opportunity for professional growth.
The program expects all applicants will be tenured and will have taught or administered
in Wilton for at least four consecutive years. All applications for mini sabbaticals must
be submitted by October 1 of the school year in which they are to occur.
The mini-sabbatical is designed to supplement the staff development program by
providing sabbatical experiences of no more than six (6) weeks. Only one minisabbatical will be granted a teacher during any five-year period. The district will support
up to three (3) mini-sabbaticals, of two to six weeks continuous calendar duration, per
school year.
The mini-sabbatical program should only be for projects that will be of benefit to the
district and that need to be done during the school year. Materials developed during the
sabbatical will be shared with appropriate district faculty, students, and administrators.
A subcommittee of the Staff Development Committee will screen all applicants.
Recommended applications will be forwarded to the Superintendent. The Superintendent
will make recommendations to the Board of Education. The decision of the Board shall
be final and shall not be subject to the grievance procedure.
Full pay and benefits for the teacher shall be maintained during the time of the sabbatical.
Approved mini-sabbatical projects will be subject to the availability of a suitable
substitute and will be scheduled to minimize disruption to students. In the event a
suitable substitute is not available, approved projects will retain priority status until a
suitable substitute is available.
Program standards, criteria, and application forms will be made available through the
Assistant Superintendent's office and on the district website.
(B)
Teacher Exchange Leave
Teachers may be exchanged for teachers from another school district in the United States or
in a foreign country. Such exchange shall be initially recommended by the Superintendent
to the Board of Education, which shall take final action approving or disapproving such
leave. All rights and privileges of the Wilton teacher shall continue in full force and effect
during the exchange period. Not more than three (3) teachers shall be on exchange leave at
any one time.
Under normal circumstances, the school district where the Wilton teacher is selected to
serve will provide the exchange teacher and shall be responsible for his/her compensation
and fringe benefits. The exchange teacher shall not be subject to the provisions of this
14
Agreement. The granting of exchange leave shall be subject to the condition that the
exchange teacher is qualified as determined by the Board of Education.
Upon return from exchange leave, the Wilton teacher shall either remain in service with the
Wilton School District for a period of two (2) months for every month of paid leave
immediately subsequent to the termination of the leave or any additional period of leave
granted by the Board, or shall refund the salary paid, course reimbursement and the cost of
fringe benefits incurred by the Board during the leave. Continued service with the Wilton
School District after the termination of exchange leave shall be prorated and credited against
the teacher's obligation upon return from leave. Prior to the commencement of leave the
teacher shall be required to execute a promissory note memorializing the legal obligation set
forth in this paragraph. Such note shall provide that upon default the employee shall be
responsible for refunding all sums owed the Board and all costs of collection, including
reasonable attorney's fees.
It is understood that if a teacher is unable to return to employment for the required time
period because of death or disability, neither the teacher nor his or her estate shall be
responsible for reimbursing the Board as provided above. For the purposes of this
provision, "disability" means inability to engage in any substantial gainful activity by reason
of any medically determined physical or mental impairment which can be expected to result
in death or to be of long - continued and indefinite duration.
12C.
NOTICE OF INTENT TO RETURN
An employee intending to return from a paid or unpaid leave at the commencement of an academic
year shall file a notice of such intention with the Superintendent of Schools on or by the March 15
preceding the scheduled date of return. Employees required to return from leave on a date other
than at the commencement of an academic year shall file a notice of intent to return by or on the
date established by the Board of Education at the commencement of the leave. The employee shall
be informed of this contractual obligation at the time that he/she received written notice of the
granting of the leave and at least thirty (30) days prior to the "notice of intent to return" date by
correspondence sent to the employee's last known address by certified mail with a return receipt
requested. An employee who fails to file a notice of intent to return with the Superintendent by the
required date shall be deemed to have resigned from the employ of the Board of Education effective
on the notice of return date.
15
13A.
REDUCTION IN FORCE {See MOU dated June 9, 2014 pg. 36)
The Board and the WEA agree that if, after exploring other reasonably possible alternatives, and
acting in conformity with Board policies and regulations and in conformity with all relevant state
and federal law, the Board determines that it is necessary to reduce the total number of its tenured
certified employees, the following method shall be used: Within a specific area of instruction, a
person or persons whose employment is to be terminated shall be that person or those persons who
shall have the lowest assigned number computed as follows: Number of years teaching, plus
number of present step on the Wilton salary schedule, divided by two (2); said quotient to be
multiplied by either one (1), one and one-half (1.5), or two (2), said multiplier to signify: One (1) =
Needs help in meeting professional expectations, one and one-half (1.5) = Meets professional
expectations, and two (2) = Meets and exceeds professional expectations. To said product shall be
added a number representing graduate course work as follows: BA+ 21 = 1, MA+ 21 = 2, 6th year
+ 21 = 3, Doctorate= 4 (this number shall be the cumulative total of numbers attained). The above
computation may be expressed as follows:
(Years teaching+ Step) x multiplier+ graduate number= number
2
The multiplier assigned to each teacher shall be based upon application of the Wilton Staff
Appraisal Plan. A teacher's success in meeting goals mutually agreed upon between the teacher and
his/her evaluator shall not be considered to the teacher's detriment in determining the multiplier,
except to the extent that such goals form a part of the teacher's standard evaluation.
For staff members employed subsequent to the 1979-80 school year, "number of years teaching in
Wilton" shall be substituted for "number of years teaching" in the preceding formula.
Subject to the provisions of this Agreement, e.g., unpaid leave, recall, etc., a teacher, for the purpose
of determining his/her reduction in force number, shall retain his/her 1984-85 step number plus one
additional step number during the 1985-86 contract year and shall receive one additional step
number during each subsequent contract year until he/she reaches a step designated as number 17.
Subject to the provisions of this Agreement, a teacher commencing service after the effective date of
this Agreement shall receive one additional step number during each contract year until he/she
reaches a step designated for the purpose of this article as number 17.
For purposes of this article, an employee who works a half year at full-time or a full year at halftime shall be considered to have worked for one (1) full year.
If a vacancy occurs within the school system by the second October 1 following a teacher's
termination, said teacher, if certified and qualified, shall be given preferential consideration in filling
of said vacancy. Notice of vacancy shall be sent to the last address filed by the teacher with the
Board of Education.
Anyone employed on a one (1) year basis (e.g. to replace a teacher on leave of absence) shall be
excluded from the terms of these provisions.
The Board shall determine which non-tenured teachers' contracts will be non-renewed or terminated
due to a reduction in staff.
16
14.
PART-TIME TEACHERS
The amount of duty time assigned to part-time members of the bargaining unit shall not exceed the
amount of duty time assigned to full time members of the bargaining unit multiplied by the parttime member's fractional FTE. The administration shall make a reasonable effort to maintain the
current practice of scheduling classes of part-time members of the bargaining unit in a reasonably
compact manner.
Teachers assigned to less than 1.0 FTE shall attend professional development days proportionally to
their assignment, provided that a teacher may attend additional professional development days by
mutual agreement between the teacher and administration for each professional development day
and the teacher shall be paid at his/her per diem rate for each additional professional development
day.
15.
GRIEVANCE PROCEDURE
1.
Definitions
"Grievance" shall mean a violation of a specific term or terms of this contract to the
detriment of a teacher or group of teachers.
"Teacher" shall mean any temporarily or permanently certified professional employee for
whom the WEA is the exclusive bargaining agent for the purpose of negotiations.
"Appropriate administrator" shall mean any administrator to whom the teacher is directly
responsible and who has responsibilities within the area of the grievance.
"Day" shall mean a day when school is in session for a half day or longer, except during the
summer recess when days shall mean week days.
"Local teachers organization" shall mean that organization which is the statutory local
bargaining representative of the teachers, presently the WEA.
"Professional Rights and Responsibilities Committee" shall mean the professional rights and
responsibilities committee of the WEA or other organization which is the exclusive
bargaining agent of the certified employees of the Wilton Board of Education.
"Board" shall mean the Wilton Board of Education.
"WEA" shall mean the Wilton Education Association.
2.
Basic Principles
A teacher shall have the right to present grievances, in accordance with these procedures,
free from coercion, interference, restraint, discrimination or reprisal, so long as he acts in
good faith.
17
A teacher may be represented at Levels Two and Three of the formal grievance procedure
by a person of his/her own choosing. When a teacher at Levels Two and Three has selected
someone other than his/her local teachers organization to represent him or has selected no
one to represent him, that organization shall, nonetheless, have a right to have its own
representative present at any hearing to observe and to state his/her view, unless the teacher
objects to the representative's presence.
The contents, but not the outcome, of all grievance procedures and hearings shall be kept
confidential to those who participate, unless the teacher and the person or Board to whom
the grievance is presented for disposition otherwise agree.
Documents, communications, and records having to do with a grievance handled under
these procedures shall, if kept, be filed separately from the aggrieved teacher's regular
personnel file.
Forms for filing and processing grievances shall be prepared by the Superintendent and
made available to anyone requesting them.
At the hearing prescribed for Levels Two and Three, witnesses or written statements or
documentary proof may be presented.
3.
Time Limits
Grievances should be handled as rapidly as possible. The number of days allowed for each
procedural step represents a maximum, unless the teacher and the person or Board to whom
the grievance is presented for disposition agree in writing to extend the allotted time.
If a teacher does not file a grievance in writing within thirty (30) days after he/she knew or
should have known of the event or condition on which the grievance is based, the grievance
shall be deemed to have been waived by him/her.
Failure by an aggrieved teacher at any level to appeal a grievance to the next level within the
allowed time limits shall be deemed acceptance by him/her of the decision rendered.
4.
Informal Procedure
If a teacher feels that he or she has a grievance, he must first discuss the matter with his/her
principal or other appropriate administrator in an effort to resolve the grievance informally.
At this stage, a WEA official may represent or speak for the teacher with or without the
teacher being present.
18
5.
Formal Procedure
(a)
Level One - School Principal
If an aggrieved teacher is dissatisfied with the outcome of informal procedures,
he/she may present his/her claim as a written grievance to his/her principal or other
appropriate administrator. The claim should be as specific as possible.
The principal or appropriate administrator shall within ten (10) days after receipt of
the written grievance render his decision and the reason therefor in writing to the
teacher and, if requested by the teacher, to his or her local teachers' organization.
{b)
Level Two - Superintendent or his/her Designee
If the teacher is dissatisfied with the disposition of his/her grievance at Level One,
he/she may, within five (5) days after receipt of the decision or after the last day the
decision should have been rendered, file his written grievance with the
Superintendent of Schools.
The Superintendent or his/her designee shall, within fifteen (15) days after receipt of
the written grievance, meet with the aggrieved teacher for the purpose of resolving
the grievance. A record of this hearing shall be kept by the Superintendent and shall
be made available to the participants upon written request.
The Superintendent or his/her designee shall, within ten (10) days after the
completion of the hearing, render his/her decision and the reasons therefor in writing
to the teacher and, if requested by the teacher, to his/her local teachers' organization.
(c)
Level Three- Board of Education
If the aggrieved teacher is dissatisfied with the disposition of his/her grievance at
Level Two, he may within five (5) days after receipt of the decision, or after the last
day the decision should have been written, file his/her written grievance with the
Board of Education through the Superintendent's office.
The Board of Education, or a committee of the Board, shall, within twenty (20) days
after receipt of the grievance, meet with the aggrieved teacher for the purpose of
resolving the grievance. A record of this hearing shall be kept by the Superintendent
and shall be made available to the participants upon written request.
The Board, or its committee, shall, within ten (10) days after completion of the
hearing, render its decision and the reasons therefor in writing to the teacher and, if
requested by the teacher, to his/her local teachers' organization.
19
(d)
Level Four
If the aggrieved teacher and the Association are dissatisfied with the disposition of
the grievance at level 3, the Association may, within five (5) days after receipt of the
decision or after the last day the decision should have been rendered by the Board of
Education, submit the grievance to arbitration by notifying the Superintendent of its
intent to do so. If the Association and the Superintendent cannot mutually agree
upon a single arbitrator to hear the grievance within three (3) days of the notice of
intent to submit to arbitration, then the Association may submit the grievance to
arbitration by filing a demand for arbitration under the Voluntary Labor Arbitration
Rules of the American Arbitration Association. The American Arbitration
Association shall then act as the administrator of the proceedings.
The arbitrator shall render a decision in writing to both parties setting forth his/her
findings of fact, reasoning and conclusions only on the issues submitted. He shall
hear only one (1) grievance at a time. He shall render his/her decision as promptly
as possible. The arbitrator shall limit his/her decision strictly to the interpretation
and application of the specific provisions of this Agreement.
The arbitrator's decision shall be in writing and shall set forth his/her findings of
fact, reasoning and conclusions on the issues submitted. The arbitrator shall be
without power or authority to make any decision which involves Board action under
all applicable statutes or which is violative of the terms of this Agreement, or Board
policies, and he shall be without power or authority to add to, subtract from, modify
or delete any term or provision of this Agreement. The decision of the arbitrator
shall be submitted to the Board and to the Wilton Education Association and, subject
to law, shall be final and binding, on both parties. The cost for the services of the
arbitrator shall be borne equally by both parties.
6.
WEA Grievances
If, in the judgment of the President of the Association or the Chairman of the Professional
Rights and Responsibilities Committee of the Association, a grievance affects a group or
class of teachers, the President or chairman may submit such grievance in writing to the
appropriate administrator. A hearing shall be held within fifteen (15) days of its filing. In
the event that the aggrieved group includes teachers from several schools, the Association
may initiate the grievance procedure at Level Two (Superintendent) with information copies
of such grievance sent simultaneously to the principals of each of the employees involved.
The WEA, if it feels it has a class action grievance, must first discuss the grievance with the
appropriate administrator in an effort to resolve the grievance informally.
The Board will grant release time with full pay and benefits for any teacher, President of the
WEA, and the Chairperson of the WEA Personnel Policies Committee, involved at a Level
Four hearing scheduled during school hours.
20
No WEA grievance shall be heard unless at least one (1) of the aggrieved employees shall
request that such grievance be heard.
The grievance procedures shall not apply to disputes among employees.
16.
DISCIPLINE
No teacher shall be suspended for disciplinary reasons or denied a wage increase or increment
without just cause.
17.
DUES DEDUCTION AND SERVICE FEE DEDUCTION
1.
Conditions of Continued Employment
All teachers employed by the Wilton Board of Education shall, as a condition of continued
employment, join the Association or pay a service fee to the Association. Said service fee
shall be equal to the proportion of Association dues uniformly required of members to
underwrite the costs of collective bargaining, contract administration, and grievance
adjustment.
2.
Members
All teachers who elect to join the Association shall sign and deliver to the Association, if
they have not already done so, an authorization for the payroll deduction of membership
dues of the Education Association. Said authorization shall continue in effect from year to
year unless such teacher shall notify the Board of Education and the Association in the
month of August of any year. If said notice is timely delivered, it shall mean that in the
coming school year said teacher shall pay the service fee as described in Section 1 above
and paid in accordance with Section 3 below.
3.
Non-Members
For those teachers who have not joined the Association and delivered said authorization card
by October 1stof the first year of this Contract, the Board of Education agrees to deduct the
annual service fee from their salaries through payroll deduction. The amount of the
deduction for service fee from each pay check shall be equal to the total service fee divided
by the number of pay checks from and including the first pay check in January through and
including the last pay check in June. The amount of the Association membership dues shall
be certified by the Association to the Board prior to the opening of school each year. The
amount of the service fee shall be certified by the Association to the Board prior to January
1stof each school year.
4.
Subsequent Employment
Those teachers commencing employment after the date of execution of this Contract shall,
within thirty (30) days of such commencement, sign and deliver to the Board of Education
21
an authorization card as described in Section 2 of this Article or fall under the provisions of
Section 3 of this Article after such thirty (30) days.
5.
Resignation, Retirement, Leaves
If during the school year, a teacher resigns, retires, receives a leave, or has his/her
employment terminated, the balance of the annual dues or service fee shall be deducted from
his/her final pay check.
6.
Forwarding of Monies
The Board agrees to forward to the Wilton Education Association each month all monies
deducted during that month for dues and service fee deduction.
7.
Lists
No later than the first pay check in October of each school year, the Board shall provide the
Association with a list of bargaining unit employees of the Board of Education and the
positions held by said employees. The Board shall notify the Association monthly of any
changes in said list.
The right to refund the employee's monies deducted from their salaries under such above
authorization shall lie solely with the Association. The Association agrees to reimburse any
employee for the amount of any dues deducted by the Board and paid to the Association, which
deduction is by error in excess of the proper deduction, and agrees to hold the Board harmless from
any claims of excess deductions.
The Association shall indemnify and save the Board and/or Town harmless against all claims,
demands, suits, or other forms of liability, which may arise by reason of any action taken in making
deductions and remitting same to the Association pursuant to this Article.
Dues for the Association will be deducted from the first twenty (20) pay checks distributed to each
teacher.
22
SIGNATURE BLOCK
THE WILTON EDUCATION ASSOCIATION, INC.
By
Yi.'0fr
President
23
APPENDIX A
Salary Schedule
2015 - 2016
Ste
BA
BA+9
BA+21
2
3
4
5
6
7
8
9
10
11
12
13
14
15
47,240
49,571
51,939
54,352
56,805
59,307
62,519
69,147
47,724
49,839
52,448
54,865
57,326
59,827
63,048
69,712
48,406
50,741
53,120
55,546
58,010
60,524
63,760
70,479
6th
YR+9
MA
MA+9
MA+21
6th YR
52,495
55,085
57,702
60,356
63,072
65,779
68,545
71,345
75,330
79,537
83,979
94,197
52,992
55,584
58,203
60,863
63,558
66,295
69,058
71,868
75,881
80,120
84,594
94,886
53,648
56,245
58,875
62,728
64,236
66,976
69,748
72,566
76,617
80,896
85,413
95,806
56,580 57,072
59,225 59,726
62,403
61,907
64,617 65,119
67,363 67,871
70,141
70,651
72,957 73,463
76,315
75,805
79,208
78,686
81,843
82,368
86,350 86,906
96,515
95,898
101,397 102,051
107,738 108,435
6th
YR+21
PhD
57,721 62,260
60,366
65,019
65,293
67,815
65,790
70,644
68,542
73,511
71,330
76,412
74,153
79,343
77,007
82,317
79,904
85,325
83,066
88,369
87,641 93,237
97,331
98,374
102,913 103,789
109,350 116,335
Teachers not yet at maximum step shall advance one step in the 2015-16 year.
Salary Schedule
2016-2017
6th
YR+9
Ste
BA
BA+9
BA+21
MA
MA+9
MA+21
6th YR
2
3
4
5
6
7
8
9
10
11
12
13
14
15
47,590
49,938
52,323
54,754
57,225
59,746
62,982
69,666
48,077
50,208
52,836
55,271
57,750
60,270
63,515
70,235
48,764
51,116
53,513
55,957
58,439
60,972
64,232
71,008
52,883
55,493
58,129
60,803
63,539
66,266
69,052
71,873
75,887
80,126
84,600
94,903
53,384
55,995
58,634
61,313
64,028
66,786
69,569
72,400
76,443
80,713
85,220
95,598
54,045
56,661
59,311
63,192
64,711
67,472
70,264
73,103
77,184
81,495
86,045
96,525
57,494
56,999
59,663 60,168
62,365
62,865
65,601
65,095
68,373
67,861
70,660 71,174
74,007
73,497
76,366 76,880
79,268
79,794
82,449
82,978
86,989 87,549
96,608
97,229
102,147 102,806
108,546 109,248
Teachers not yet at maximum step shall advance one step in the 2016-17 year.
24
6th
YR+21
PhD
58,148
60,813
65,776
66,277
69,049
71,858
74,702
77,577
80,495
83,681
88,290
98,051
103,675
110,170
62,721
65,500
68,317
71,167
74,055
76,977
79,930
82,926
85,956
89,023
93,927
99,102
104,557
117,208
APPENDIXB
INSTRUCTIONAL LEADER STIPENDS
INSTRUCTIONAL
LEADER POSITIONS
No. of extra
days required
2015-16
2016-17
Stipend
Stipend
1
15
$15,966.78
$16,206.28
2
12
$12,772.29
$12,963.87
3
9
$9,579.20
$9 722.89
4
7.5
$7,983.39
$8,103.14
Category
WHS:
•
Applied Arts
English
• Guidance
• Mathematics
• Science
• Social Studies
• Special Education
• Technology
• World Lang
• NEASC(when
applicable)
!Middlebrook:
!Cider Mill:
!Miller Driscoll :
District:
• FAPA
• TEAM Program
Coordinator
WHS:
• Civic & Social
Expectations
• Senior Internship
Coordinator
Middlebrook:
• Team Leaders
• Stride
• World Language
!Miller Driscoll:
• Grade level leader
!District:
• Library/Media
• District Webmaster
!District: PE/Health IL
Miller Driscoll:
• Technology
Cider Mill:
• Technology
Middlebrook:
• Technolol!V
•
25
iINSTRUCTIONAL
lLEADER POSITIONS
!Miller Driscoll:
• School Webmaster
~ider Mill:
• Unified Arts
• World Language
Middlebrook:
Wilton HS:
Cider Mill
• Enrichment
Cider Mill:
• House/Grade Level
Team Leader
Category
No. of extra
davs required
2015-16
Stipend
2016-17
Stipend
5
6
$6,386.15
$6,481.94
6
4.5
$4,789.60
$4,861.44
7
4
$4,257.43
$4,321.29
26
APPENDIXC
COMPENSATION FOR SCHOOL SPONSORED STUDENT BODY ACTIVITIES
The listing of positions in each particular category is for purposes of determining remuneration for
the particular position and does not constitute the official creation of the particular position by the
Board of Education. Categories of compensation for school-sponsored student body activities shall
be as follows:
INTRAMURALS
$57.48 in the 2015-16 contract year
$58.34 in the 2016-17 contract year
Each salary step represents the entry of the following years of experience:
Step 1 = 1-3 years
Step 2 = 4-6 years
Step 3 = 7-9 years
Step 4 = 1O+years
FRESHMAN/SOPHOMORE MENTORS
Mentors in the Freshman/Sophomore Seminar at the high school will be compensated with a stipend
as follows:
$2,419.27 in the 2015-2016 contract year
SUMMER ESY LEAD TEACHER
Position Cate2ory
Category
Category
Category
Category
Category
Category
Category
Category
Category
A
B
C
D
E
F
G
H
I
Sten 1
2015-16
Step2
Steo3
Sten 4
Step 1
2016-17
Steo2
Steo3
Step 4
7.685
6.146
5,380
4,990
4 363
3,355
3 026
2,352
2 020
8.270
6,622
5,788
5,380
4,698
3 633
3,273
2 548
2 182
9.441
7,553
6,599
6,044
5,371
4,191
3 780
2,954
2 517
7,800
6,238
5,461
5,065
4,428
3,405
3 071
2,387
2,050
8.394
6 721
5 875
5,461
4 768
3 687
3,322
2,586
2 215
8,990
7,196
6,293
5,839
5,107
3,975
3,576
2,787
2,341
9 583
7,666
6,698
6.135
5,452
4,254
3,837
2,998
2,555
8 857
7 090
6 200
5 753
5,032
3,916
3,523
2,746
2,306
27
Category A Positions:
WHS ATHLETICS: Football-Head Coach
Category B Positions:
WHS ATHLETICS: Basketball-Head Coach Boys; Basketball-Head
Coach Girls; Ice Hockey-Head Coach; Lacrosse-Head Coach Boys;
Lacrosse-Head Coach Girls
WHS CLUBS: Yearbook
Category C Positions:
WHS ATHLETICS: Baseball-Head Coach; Gymnastics-Head Coach
Girls; Soccer-Head Coach Boys; Soccer-Head Coach Girls; Softball-Head
Coach
WHS CLUBS: Senior Class Adviser; Student Government
Category D Positions:
WHS ATHLETICS: Cross Country-Head Coach CoEd; Field HockeyHead Coach Girls; Football-Asst. Varsity; Football-Freshmen; FootballN; Golf-Head Coach CoEd; Indoor Track-Head Coach Boys; Indoor
Track-Head Coach Girls; Ski Team-Head Coach CoEd; Swimming-Head
Coach B (Winter); Swimming-Head Coach G (Fall); Tennis-Head Coach
Boys; Tennis-Head Coach Girls; Track-Head Coach Boys; Track-Head
Coach Girls; Volleyball-Head Coach; Wrestling-Head Coach Boys
WHS CLUBS: Activities Assistant; FORUM; Key Club; Peervention;
Peervention Evening; Web Master
MIDDLEBROOKCLUBS: Student Council; Yearbook
Category E Positions:
WHS ATHLETICS: Baseball-Asst. Varsity; Basketball-N Boys;
Basketball-N Girls; Football-Asst. Freshman; Ice Hockey-Asst. Varsity;
Lacrosse-Asst. Varsity Boys; Lacrosse-Asst. Varsity Girls; Lacrosse-JV
Boys; Lacrosse-N Girls; Marching Band-Director; Soccer-Asst. Varsity
Boys; Soccer-Asst. Varsity Girls; Soccer-N Boys; Soccer-N Girls
WHS CLUBS: Drama Club; JR Class Advisor; National Honor Society;
School Store
MIDDLEBROOKCLUBS: Newspaper
Category F Positions:
WHS ATHLETICS: Athletic Asst. (Fall/Winter/Spring);BaseballFreshmen; Baseball-N; Basketball-Freshmen Boys; Basketball-Freshmen
Girls; Cross Country-Asst. Varsity CoEd; Field Hockey-Asst. Varsity;
Field Hockey-Freshman; Field Hockey-N; Gymnastics-Asst. Varsity
Girls; Ice Hockey-N; Indoor Track-Asst. Varsity Boys; Indoor TrackAsst. Varsity Girls; Lacrosse-Freshmen Boys; Lacrosse-Freshmen Girls;
Soccer-Freshmen Boys; Soccer-Freshmen Girls; Softball-Asst. Varsity;
Softball-Freshmen; Softball-N; Swimming-Asst. Varsity Boys;
Swimming-Asst. Varsity Girls; Tennis-N Boys; Tennis-N Girls; TrackAsst. Varsity Boys; Track-Asst. Varsity Girls; Volleyball-N; VolleyballFreshmen; Wrestling-Asst. Varsity; Wrestling-JV
WHS CLUBS: Crew Club; Debate Club; Drama (Fall) Director;
Freshmen Class Adviser; Ecology Club; Mountaineering Club;
Recycling; Robotics Club; Sailing Club; Science Olympiad; Senior Show
Director; Sophomore Class Adviser; Spring Musical Director; Spring
Show Director; Underclassmen Play; Marching Band-Asst. Director
28
Category G Positions:
WHS ATHLETICS: Cheerleading (Fall); Cheerleading (Winter); Ski
Team-Asst. Varsity; Swimming/Diving (Fall)- Girls; Swimming/Diving
(Spring)-Boys
WHS CLUBS: Alternative Fuel; Amnesty Internat'l/Nat'l; Challenge;
Equestrian ; Literary Magazine; Mock Trial; Senior Show-Music
Director; Spring Musical-Music Director; Students in Politics
MIDDLEBROOK CLUBS: Art-a-La-Carte; Beginning Band; Chorus;
Clay Club; Eighth (8th) Notes; Fiddlers; Literary Magazine; MBSingers;
School Store; Sixth Dimension; Stage Band Jazz; Strings; Tech Ed. Club
CIDER MILL CLUBS: Advanced Strings; Cider Mill Singers I; Cider
Mill Singers II; SAG II; School Store; Shakespeare; Student Activities
Group I
Category H Positions:
WHS ATHLETICS: Cheerleading-JV
WHS CLUBS: Best Buddies; Bowling Club; Business/FBLA; Culinary
Arts; Dance; Economics; Field Research Club; Gay Straight Alliance;
Golf-Co-ed; Habitat for Humanity; Independent Film Club; Interact;
International Club; International Honor Society; Marching Percussion;
Math Team; Model U.N.; Mountain Biking; Open Arts Studio;
Photography; Recycling; World Language Honor Society; Ultimate
Frisbee; Varsity Club; Volleyball Club-Boys; Yearbook Assistant; Yoga
Club
MIDDLEBROOK CLUBS: Art Club; Computer Club; Desperados;
Knitting & Quilting Club; Manga; Math Club; Math Counts; MA VEN
MB AN Equip; Open Art Club; Puzzle Club; RAMS; Recycling; Science
Club
CIDER MILL CLUBS: Open Art Studio I; Open Art Studio II; Open
Art Studio III; Science Club I; Science Club II; Web Masters I; Web
Masters II
Category I Positions:
WHS CLUBS: Badminton; Creative Writing; Digital Imaging; Fencing;
Knitting; Lt/Sound Director Fall; Lt/Sound Director Senior; Lt/Sound
Director Spring; Lt/Sound Underclassmen; Mock Trial; Ping Pong(fable
Tennis; Set Director Fall; Set Director Senior; Set Director Spring; Set
Director Underclassmen; Marching Band Percussion
MIDDLEBROOK CLUBS: Drama Club; Photography; World
Language, Video Production
CIDER MILL CLUBS: Broadcast Club; Chess Club I; Chess Club II;
French Internet Club; Geography Club (.5 year); Model Club I;
Newspaper Club; Nutmeg Books (1/2 Year); Online Magazine; Video
Production
29
SIDE LETTER
The Board will provide the WEA a side letter providing that civil union partners will be treated as spouses for
purposes of FMLA, with the further clarification that this agreement will not make FMLA a contractual
issue, but rather the parties will leave FMLA to be a matter of federal statutory obligation.
30
Memorandumof Understanding
Between
The Wilton Board of Education
And
The Wilton EducationAssociation
The Wilton Board of Education (hereinafter"the Board'J and the Wilton Education
Association (hereinafter"the WEA") enter into the followingmemorandum of
understandingregarding Extended Teams at MiddlebrookSchool:
1. At MiddlebrookSchool, 1.0 FTE team teachers (Math, English, Science, Social
Studies, World Language, and Reading/WritingWorkshop)teach five (5)
classes/periodsper day.
2. From time to time the parties may find that there is a need to provide an additional
class section in the core subjects (listed in #1 above) of a given team.
3. This need may be filled by the employmentof part-time teachers and/or full time
teachers who volunteer for an additional sixth class. When it is determinedthat
volunteers are needed, 1.0 FTE teachers will not be required to take on an
additional (6th)class, but may apply to do so.
4. Teachers interestedin such volunteer possibilitiesmay choose to submit a 'letter
of interest' to the Director of Human Resourcesand the Principal.
5. 1.0 FTE teachers who teach a voluntary additionalsixth class per day will be
considered 1.2 FTE during that time and shall be compensatedat a rate of 1.2
times their normal salary.
6. The term and compensationfor 1.2 FTE teachers is for one school year only and
will revert back to 1.0 FTE for the subsequentschool year. Continuationof the
1.2 FTE for a subsequentschool year, if available,shall require reapplicationand
reappoin1ment.
7. The foregoing arrangementis not intended nor will it be used as an alternativeto
hiring needed full time and/or part time staff.
Both the Board and the WEA are open to re-examiningthis issue should the need arise in
the future on either party's part.
·
~on
By..
.4 ~ -..
~-
The Wilton Education Association
By:
c2/, /
Date:
/?/;y
Date: ~~--,.,~----~~
(
~-'2~·
31
:MEMORANDUMOF UNDERSTANDING
between
THE WILTON BOARD OF EDUCATION
and
THE WILTON EDUCATION ASSOCIATION
The Wilton_ Board of Education (the "Board") and the Wilton Education Association (the
"WEA") hereby enter into the following Memorandum of Understanding:
I. The Board and the WEA are parties to a collective bargaining agreement in effect
from July 1; 2003 to June 30, 2006.
2. Article 10 of the collective bargaining agreement in effect from July I, 2003 to June
30, 2006 sets Yorth medj~~.1l;i_~,!.fitsavailable to eligible members of the teachers' bargaining
unit. The Board and the WEA agree to adopt the plans set forth as Exhibit I attached hereto and
made a part hereof
3. Commencing upon the submission of the 2003-2006 collective bargaining agreement
to the arbitration pane~ the Board shall commence the process for putting out to bid the medical,
. prescription and dental plans consistent with the plan designs attached. The dental plan shall be
substantially equivalent to the plan in effect in the 2002-2Q03 contract year.
4. In such bidding, the prescription and dental plans may be bid as a stand-alone plan or
combined with the administrator or carrier who ultimately is awarded the administration or
coverage of the basic medical plans. The successful bidder will be responsible for administrating
or providing coverage under the PPO plan and the EPO plan. Bids will be sought for
administration and stop-loss coverage and fully funded plans.
5. Upon receipt of all bids, the Board, the WEA and any other interested bargaining units
invited by the Board will analyze the bid submissions. In the event the Board and the WEA do
not agree on the selection of an administrator or carrier, the parties shall commence mid-stream
. negotiations by March 1, 2003 in accordance with Conn_ Gen. Stat. § 10-153f. A copy of this
Memorandum shall be sent to the Commissioner of Education within five (5) days of its effective
date in accordance with said statute. The health plans set forth in this Memorandum shall go into
effect no later than July 1, 2003.
6. The prescription drug plan selected shall have a list of formulary drugs totaling at least
450 in number and the drop-out rate of the top 100 drugs used by members of the bargaining unit
shall not exceed fifteen (15%) percent.
7. In the event that the Board and the WEA enter ~rbitration in accordance with the
midstream neg~tiation process, t!1e pa.nel, i? addition to the statutory factors set forth in §10153f, shall consider the costs against d1srupt1onrates for employees and prescription formularies
among the competing bids.
8. At the commencement of the new plan only (at the beginning of the 2003-04 contract
year), there shall be an open enrollment for teachers seeking coverage.
:•w,~
Date
~r
Wilton Education Association
Date
/.L/;D/o.L
j
}
By __,_.~'-""-"-..;;._;.::;=--"-yf'..=..c..:c.__:__:..·
~·- '---:.....=..e..:e~ident
32
SIDE LETTER
In the recently-concluded negotiations between the Wilton Board of Education and the Wilton
Education Association, the parties reached the following additional agreements:
1.
Notwithstanding the current contractual language in Article 3 of the parties' collective bargaining
agreement and past practice concerning work hours, the parties agree that the following changes to
Article 3 shall be implemented for a one-year trial period commencing July 1, 2015.
3.
WORK HOURS/WORK YEAR
In the event the Board changes the number of hours in the work day or the number of work days in
the work year in a manner which would require negotiations under state law, the parties shall
negotiate the impact of this change in accordance with this provision. Such negotiations, if not
amicably resolved, shall be subject to the impasse resolution procedure set forth in §§10-153b, et
seq., of the Connecticut General Statutes, or as hereafter amended. The minimum work day shall be
deemed to be a student school day equivalent to six hours and thirty-five minutes in duration plus up
to twenty (20) minutes before the scheduled student school day for arrival duties as performed
according to past practice and after school until dismissal duties are completed as performed
according to past practice, and the normal work year shall be deemed to be 187 days. During the
twenty (20) minutes prior to the start of the scheduled student school day, teachers shall be subject
to assignment to PPTs. Additionally, on up to twenty-four (24) school days (September through
June), teachers will be required to arrive at school either fifty-five (55) minutes prior to the start of
the scheduled student school day or remain for fifty-five (55) minutes after the scheduled student
school day as set forth in the chart below for PPTs, PLCs/lETs, teacher-directed collaborative
planning time, or data entry. The Board shall schedule these days in consultation with the
Association no later than the first day of the preceding month (e.g. by January 1 for the month of
February), subject to change only with mutual agreement between the principal and the affected
teachers (except for PPT meetings which circumstances may require on rare occasions without such
advance notification). Using the current student start times, teachers will be expected to arrive or
depart as applicable at the following times on the specified days:
School
Miller-Driscoll School
Cider Mill School
Middlebrook School
Wilton High School
Current Student Day
9:05am-3:35pm
7:40am-2:15pm
8:20am - 2:50pm
8:20am - 2:50pm
Teacher Start/End Time
8:10 am start
3:10 pm end
7:25 am start or 3:45 pm end
7 :25 am start
Additionally, one-half non-student day will be set aside at the beginning of the year for teacher, selfdirected set-up/preparation. In grades K-8, this day shall be scheduled before the parent/student
"walk-through."
These changes in Article 3 will expire on June 30, 2016 and will not establish any precedent nor prejudice
with respect to the issue of work hours going forward. For purposes of future negotiations, the existing
contract language will be used as the base language. Notwithstanding the foregoing, by written agreement
on or before June 1, 2016, the parties may agree that these changes in Article 3 shall also be effective during
the 2016-2017 school year on such terms as the parties may specify in any such written agreement.
33
2.
The parties hereby establish an advisory committee as follows:
Whereas demands on teacher time have increased in recent years, and
Whereas some of those demands are the result of changes (legislative and otherwise) over which the
parties have no control, and
Whereas some of those demands are the result of district initiatives to improve student learning, and
Whereas it may be possible through further study and dialog to identify different procedures or
approaches to reduce the impact of these demands on teacher time,
Therefore the parties agree to establish an advisory committee to the Superintendent on teacher time
demands. The charge of the committee shall be to review state and district initiatives and, where
possible, to suggest changes in procedures or expectations, including the use of technology, to moderate
such demands on teacher time. The committee shall be composed of four representatives appointed by
the Association, and four representatives appointed by the Superintendent, and it shall be chaired by the
Director of Human Resources. The committee shall commence its work in January 2015, and it shall
report to the Superintendent and the Board on its finding and recommendations by March 1, 2016.
3.
The Board and the WEA will continue their informal discussions over the definition and duties of a
position less than 1.0 FTE.
4.
Teachers who have been placed on the PhD track of the salary schedule prior to July 1, 2015 without
holding the Ph.D or Ed.D degree shall be maintained on this salary track. In addition, teachers who have
commenced an approved program of study leading to other doctorate degrees prior to July 1, 2015 will
be placed on the Ph.D track upon obtaining such other doctorate degree.
5.
The Memorandum of Understanding dated June 9, 2014, concerning the implementation of Article 13A
shall carry over for the term of the new contract, July 1, 2015 through June 30, 2017.
6.
As had been provided in previous Article 13B, any certified professional employee employed by the Board
as of July 1, 1977, whose contract of employment is terminated or not renewed due to elimination of
position shall receive separation pay amounting to four (4%) percent per year for each year of service,
based on current salary, as a certified professional employee of the Board of Education of Wilton to a
maximum of fifty (50%) percent of the employee's base salary, except if said employee is recalled to the
system the next school year as a certified professional employee of the Board in a position at least
equivalent to the prior position on or before October 1 of said school year. This provision shall be effective
as of July 1, 1974 for persons employed by the Board as of July 1, 1977. With respect to a partial reduction
in hours worked or classes taught, the following shall apply:
1.
The amount of termination pay for a partial reduction in any given year shall equal the amount paid
in the case of a full FTE reduction multiplied by a fraction in which the numerator is the partial FTE
reduction and the denominator is the teacher's initial FTE upon the date of hire.
2.
In the event of recurrent FTE reductions and additions, the total amount of termination pay shall not
exceed 50% of the teacher's current salary or 50% of the teacher's salary upon the initial reduction
whichever is less.
34
3.
In the event that a teacher's recurrent FTE reductions reach 100% of the teacher's initial FTE and the
teacher is again reinstated, the "years of Wilton service", for determination of future termination
pay, shall commencewith the year of reinstatement.
4.
Terminationpay will not be granted to any teacher rehired or reinstated to a FTE position equivalent
to his/her prior position on or before October 1 of the succeeding school year.
Termination pay will be paid to eligible teachers during the month of October in the school year following
their termination. Teachers on one year assignmentsare not eligible for terminationpay.
The administration may grant appropriate separation pay, upon approval of the Board of Education, in
circumstancesof separationfrom employment in which the Board deems such payment to be proper.
Wilton Board of Education
fJate~
By
lffiber
Wilton Education Association
Date /
0/31
,/;}'
By~
~'_.,y:,·
A~Jr~"'l\),'c.stl._ji, President
35
MEMORANDUM OF AGREEMENT
REGARDING
MUTIJAL UNDERSTANDING OF ARTICLE 13A (REDUCTION IN FORCE)
WHEREAS, the Wilton Board of Education (the "Board") and the Wilton Education .As.9ociation
(the "Association") are parties to a collective bargaining agreement (the "Contract") for the period
starting on July 1, 2012 and ending on June 30, 2015 and
WHEREAS, Article 13A of the Contract provides a process for the parties to follow in the event
that the Board reduces the number of tenured certified employees who are members of the Association
employed in positions requiring certification; and
WHEREAS, the Board and Association have discussed their mutual understanding of the
meaning and application of the reduction in force process as it relates to the provision of a "multiplier"
outlined in Article 13A;
WHEREAS, the Board and Association jointly agree that there is not any practical or educational
purpose to the "multiplier'';
NOW, TIIEREFORE, the Board and Association wish to memorialize their mutual
understanding of the meaning and application of the reduction in force process as follows:
1. The provisions of Article 13A that refer to a "multiplier'' shall be removed so that the
formula shall be as follows:
•
()
"Number of years teaching in Wilton (except for teachers employed on or before the
1979-1980 school year), plus the number of present step on the Wilton salary
schedule, divided by two (2). To said product shall be added a number representing
graduate course work as follows: BA+21 = 1; MA+21 = 2; 6thYear +21 =3; and
Doctorate= 4 (this number shall be the cumulative total of numbers attained)."
2. This Agreement shall expire on June 30, 2015, unless expressly extended by the Parties
beyond that date.
3. The parties agree that this Memorandum of Agreement shall not be subject to the grievance
procedure of the Contract except for purposes of enforcing the terms of the Memorandum of
Agreement.
4. The parties agree that this Memorandum of Agreement shall not set any precedent or past
practice and shall not be cited as such by either party in any future negotiations or
proceedings between the parties.
WILTON EDUCATION AS50CIATION
~~BOARD~::
By:~~"'
Date:
By:
~il
-,
LL,,
,Y
Date:
36
Ybhi1·
ti '1,/ty
Memorandum of Understanding between
The Wilton Board of Education
and
The Wilton Board of Education (the "Board") and the Wilton Education Association (the "WEA") are
parties to a collective bargaining agreement. Whereas, the parties wish to resolve their difference
regarding the implementation of the English/Math lab at Wilton High School during the 2015-2016 school
year:
I.
Teacher participation in the English/Math lab at Wilton High School during the 2015-2016 is
completely voluntary, shall be in lieu of one of the teacher's assigned supervisory duties and shall
occur once during every eight day cycle. Nothing herein shall prevent a teacher from requesting to
serve additional days per eight day cycle in the English/Math lab in lieu of other assigned duties.
Granting any such request for additional participation is subject to the discretion of the
administration.
2. During
•
•
•
the English/Math lab the participating teacher will be expected to:
Be present and available for the assigned duty
Supervise students who may need a quiet space to work on English or Math
Assist students who have questions related to the teacher's subject area. (English/Math)
3. During the 2015-2016 school year should a teacher decide that he/she no longer wants to
participate in the English/Math lab, he/she must notify an administrator five (5) school days in
advance of his/her intention to stop his/her participation.
4. A teacher's choice to participate or not participate in the English/Math lab during the 2015-2016
school year will in no way be reflected in the teacher's evaluation and will have no impact on a
teacher's status at Wilton High School.
5. This agreement does not create a precedent or past practice and shall not be used by the parties in
any proceeding except a proceeding to enforce the provisions of the MOU during the 2015-16
school year. The provisions of this MOU expire at sunset on June 30, 2016.
The Wi~:~ Bowd
y
;1J01
Date
By: _
__,£::....c...>o<.~=-c--=--___,_Yl.--"""1,'-=to'J.-=-d"V"\.'4-.
_· _______
·r
37
Date
7jsJ5
---"-7-r-=----'7+--'--=--

COLLECTIVE BARGAINING AGREEMENT BETWEEN THE WILTON

Transcription

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